IMPACT OF MOTIVATION ON EMPLOYEES PERFORMANCE IN ZENITH BANK GWARIMPA ABUJA
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IMPACT OF MOTIVATION ON EMPLOYEES PERFORMANCE IN ZENITH BANK GWARIMPA ABUJA
Abstract
This study seeks to determine the impact of motivation on employee job performance. (A case study on Zenith Bank Plc). The goal here is to research and identify the elements that are causing the current situation, as well as to discover practical solutions to the lack of employee motivation and job performance.
The research design is a survey design, which includes respondents’ opinions, impressions, and perceptions. The sample methods were simple random sampling and proportionate stratified random sampling.
To acquire data on sampling opinion, a questionnaire was used. The questionnaire was distributed to a total of 60 Zenith Bank employees, including top management, middle management, and junior employees. The questionnaires were distributed to them, but only 50 responded, including 28 males and 22 girls.
The data was analysed using simple percentages and chi-square tests to evaluate the hypothesis. The results of the hypothesis test revealed that paying commensurate salaries and allowances to Zenith Bank Plc employees would inspire them to do better on the job, and promoting staff when needed would motivate them to perform better.
The researcher proposes that Zenith Bank Plc’s management do everything possible to boost the contentment of employees who are dissatisfied with their remuneration in order to increase their contributions to the organisation. Dissatisfaction can have a negative impact on an organization’s work performance.
Chapter One: Objectives Of The Study
The study’s aims are:
To find out what comprises motivations and job performance for employees
To determine what motivates employees most in an organisation.
To identify some of the incentives provided by Zenith Bank Plc that have improved the relationship between motivations and employee job performance.
To abstain from what defines an effective leadership style, which leads to an increase in employee work performance.
To determine whether employees are being trained at the appropriate time in order to improve their job performance, etc.
Chapter Two: Literature Review
The study will examine motivation in connection to job performance. The analysis of motivational growth stages as well as theories relating to the notion will be conducted.
The relationship between what employers desire and the general nature of human wants, as preached by behavioural psychologists, will be examined. According to Oyedeji (1996), “motivation is the act of influencing a person to do something or behave in a particular way by providing an incentive which he could satisfy his desired need” .
The subject of study motivation has garnered a lot of attention in recent years because of its enormous impact on life. Nwachukwu (1992, pp. 181) defines motivation as “that energising force that in dues or compels maintains behaviour”.
He believes that “human behaviour is motivated, it is goal directed.” It is difficult to inspire an individual, because the effectiveness of any motivating endeavour is determined by how well the motivator fulfils the needs of the specific employees for whom it is designed.
Nwachukwu established three fundamental aspects of motivated behaviour, which are as follows:
It is the product of a feeling need: an urge to satisfy a need.
It is sustained: it is kept for an extended period of time until fulfilled.
It is goal-oriented: it seeks to attain a goal.
Managers and social scientists have been particularly interested in the topic of motivation throughout the last three decades. In this literature review, some of their conclusions will be examined from both an individual and social standpoint.
Old and new theoretical perspectives will be examined in order to better comprehend current knowledge of motivation and its relationship to work behaviour and performance.
Chapter 3: The Methodology (Data Collection Instrument)
Data gathering was based on the following:
Questionnaire: The researcher distributed the questionnaire to the personnel of Zenith Bank Plc directly, with the assistance of some staff, and it was collected a few days later and properly filled out.
Interviews, particularly with junior personnel and the human resource manager.
Data were obtained from available company documents, such as:
(a) Letters and memos.
(a) Circulars and Directives
(c) Company’s handbook of policies and procedures.
(d) The company’s website.
(f) Any other available and relevant organisational documents.
Chapter Four: Data Analysis
The objective of this chapter is to provide the data collected and the analysis that may be deduced from the parameter of interest. To that end, a questionnaire was created and distributed to Zenith Bank plc Gwarimpa employees.
The questionnaire focuses on respondents’ perspectives on what motivates or demotivates them, and how this affects their performance and attitude at work.
Chapter 5: Summary, Conclusion
The following conclusions were drawn from the findings of this empirical study:
Employees of Zenith Bank Plc are not only driven to perform better financially, but also by non-financial benefits such as medical care, lunch subsidy, transportation allowance, housing benefit, etc.They will also work harder to get better results if they are rewarded for their efforts rather than punished.
Employees at Zenith Bank Plc do not need to be bullied, threatened, or forced to complete their tasks. That they may accomplish their work voluntarily.
Zenith Bank Plc should continue providing on-the-job training to its employees in order to improve their job performance.
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